Are you a Legal recruiter that thrives in fast-moving environments? Do you juggle competing priorities without breaking a sweat? Can you charm a skeptical candidate, close a tough hiring manager, and pivot to your next challenge... all before lunch? If that sounds like a Tuesday, we want to talk. At Jimerson Birr, one of America's most recognized and award-winning law firms, we're looking for a Legal Recruiter who doesn't just fill seats, they build talent ecosystems. This isn't a role for someone who needs a script. It's a role for someone who is the strategy. In this role, you'll drive legal talent acquisition from the ground up, with wide latitude to shape strategy and make things happen!
Key Responsibilities
Proactive Recruitment
• Lead a recruiting strategy that keeps 7-12 qualified legal candidates in pipeline at all times.
• You'll own outreach to law schools, trade associations, and professional networks, building referral relationships and keeping top talent warm before a seat even opens.
• Track pipeline metrics and continuously refine your sourcing mix to stay ahead of the firm's growth.
Resource Forecasting
• Along with leadership, you will conduct quarterly staffing analyses in collaboration with attorney group leaders and department heads.
• Translate that intelligence into actionable recruiting roadmaps and present projections to key stakeholders; keeping the firm staffed ahead of need, not behind it.
Role Kickoffs
• Facilitate kickoff meetings with hiring managers to align on role requirements, candidate profiles, and placement timelines.
• Where possible, champion internal solutions; promotions, cross-training, or lateral moves, before going to market.
Job Advertising & Candidate Sourcing
• Create and manage job postings across multiple platforms, ensuring consistent visibility and reach.
• Lead with direct outreach over passive applications.
• Screen and advance candidates through a standardized, high-quality assessment process.
Interview Coordination & Hiring
• Schedule and support the full interview process, equipping hiring teams with comprehensive candidate packages.
• Drive decisions efficiently, maintain rigorous standards, and close the loop quickly: communicating offer details, coordinating background checks, and preparing candidates for a smooth start.
New Hire Assimilation
• Ensure every new hire lands well.
• You'll facilitate onboarding support, make key introductions, and provide ongoing guidance as new team members find their footing.
• Monitor early progress, gather feedback, and address friction points to ensure every new employee is set up for a strong start.
Recruiting Technology & Innovation
• Stay ahead of the curve on recruiting tools, platforms, and processes.
• Identify, recommend, and optimize technology that improves sourcing, candidate assessment, and engagement; making the entire recruiting operation faster, smarter, and more effective over time.
• Lead a recruiting strategy that keeps 7-12 qualified legal candidates in pipeline at all times.
• You'll own outreach to law schools, trade associations, and professional networks, building referral relationships and keeping top talent warm before a seat even opens.
• Track pipeline metrics and continuously refine your sourcing mix to stay ahead of the firm's growth.
Resource Forecasting
• Along with leadership, you will conduct quarterly staffing analyses in collaboration with attorney group leaders and department heads.
• Translate that intelligence into actionable recruiting roadmaps and present projections to key stakeholders; keeping the firm staffed ahead of need, not behind it.
Role Kickoffs
• Facilitate kickoff meetings with hiring managers to align on role requirements, candidate profiles, and placement timelines.
• Where possible, champion internal solutions; promotions, cross-training, or lateral moves, before going to market.
Job Advertising & Candidate Sourcing
• Create and manage job postings across multiple platforms, ensuring consistent visibility and reach.
• Lead with direct outreach over passive applications.
• Screen and advance candidates through a standardized, high-quality assessment process.
Interview Coordination & Hiring
• Schedule and support the full interview process, equipping hiring teams with comprehensive candidate packages.
• Drive decisions efficiently, maintain rigorous standards, and close the loop quickly: communicating offer details, coordinating background checks, and preparing candidates for a smooth start.
New Hire Assimilation
• Ensure every new hire lands well.
• You'll facilitate onboarding support, make key introductions, and provide ongoing guidance as new team members find their footing.
• Monitor early progress, gather feedback, and address friction points to ensure every new employee is set up for a strong start.
Recruiting Technology & Innovation
• Stay ahead of the curve on recruiting tools, platforms, and processes.
• Identify, recommend, and optimize technology that improves sourcing, candidate assessment, and engagement; making the entire recruiting operation faster, smarter, and more effective over time.
Skills, Knowledge and Expertise
What You’ll Bring
You're energized by variety. Pressure sharpens you rather than slows you down. You're a natural communicator who can read a room, earn trust quickly, and bring people along with your vision.
You prefer to work with autonomy and hold yourself accountable. You don't need someone looking over your shoulder to get the job done!
You're also self-aware enough to know when to bring in expertise and confident enough to lead when it matters the most.
**Must have 2-3 years of Legal Recruiting Experience**
• 2–3 years of executive-level recruitment experience (required)
• 2–3 years of stakeholder management experience (required)
• Strong written and verbal communication skills
• A growth mindset and a competitive drive
• The ability to manage multiple priorities in a fast-paced environment
You're energized by variety. Pressure sharpens you rather than slows you down. You're a natural communicator who can read a room, earn trust quickly, and bring people along with your vision.
You prefer to work with autonomy and hold yourself accountable. You don't need someone looking over your shoulder to get the job done!
You're also self-aware enough to know when to bring in expertise and confident enough to lead when it matters the most.
**Must have 2-3 years of Legal Recruiting Experience**
• 2–3 years of executive-level recruitment experience (required)
• 2–3 years of stakeholder management experience (required)
• Strong written and verbal communication skills
• A growth mindset and a competitive drive
• The ability to manage multiple priorities in a fast-paced environment
Benefits
Why Join Us
At Jimerson Birr, this is a role with real ownership and real impact. You'll drive the firm's attorney recruiting strategy with autonomy, backed by a leadership team invested in your success and ready to support your pipeline-building efforts. You'll work in an environment that values ownership, discipline, and results, where your placements are visible and recognized.
At Jimerson Birr, this is a role with real ownership and real impact. You'll drive the firm's attorney recruiting strategy with autonomy, backed by a leadership team invested in your success and ready to support your pipeline-building efforts. You'll work in an environment that values ownership, discipline, and results, where your placements are visible and recognized.
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